Assessing your Workforce Analytics Readiness

People Analytics and Talent Intelligence provide an essential data-driven resource and guidance system for Strategic Workforce Planning. Too often, companies rely on financial and resourcing data to plan their workforce strategy, without including a robust and analytical approach to understanding their existing workforce and external labour market. Learn how Roche Pharma is connecting these dots.

Many organisations are about to start – or have started – a Strategic Workforce Planning journey. But gathering insights on the future of the workforce requires analytics, right? It is advisable to start from the basics: what is SWP, and why is my organisation even wanting to do SWP?

By starting from the organisation’s objectives, we will assess where we are on the SWP journey, what is our workforce analytics readiness, and what does it take to reach the goal we have set.

One of Roche’s 10-year ambitions is to meet the needs of patients, and requires us to continually create quality jobs that provide people and their families with secure livelihoods, while earning competitive returns for our investors. Therefore, discovering and developing the potential in people to be future-ready becomes a must at Roche.

Questions we’re asking: where does my organisation want to go? Which business questions are we trying to answer? What workforce data do we currently have in my organisation? Do I need to hire an internal SWP analytics team, or contract a vendor? Can we leverage the existing people analytics team?

• 1.5 years ago we embarked on the OneRoche SWP journey that we hope will help our organisation to shift from short-term (1-2yrs) headcount planning to a skillset planning mindset
• We are now identifying the critical skills and roles in our organisation that will become pivotal in the future to help Roche remain competitive, and ensuring quality jobs are created for people and patients.

How artificial intelligence and machine learning can provide us with a future outlook on the skills that will remain in high demand, which will be automated or augmented and where we should retrain/upskill our workforce to be future-proof and the organisation to remain competitive.